Patient Navigator Recruiters
Healthcare Headhunters recruits healthcare professionals for employers. No upfront fee. You pay only if you hire.
This is what we do all day: recruit healthcare professionals.
Hiring a patient navigator means finding someone who can turn a referral into a clear next step without crossing clinical boundaries.
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
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What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
What does an open seat cost you every week?
An open role costs you more than the recruiting fee. Someone covers the work, waits for care, or stops a service. We ask what is falling behind and who is carrying it. Use your own figures to compare the cost of waiting with the cost of hiring.
The seat is costing you every week.
Overtime, diverted patients, a stretched team and a schedule held together by favors.
The posting brought the wrong people.
Applicants arrive, but the person who has done this exact work is employed and not looking.
You are the one chasing.
Screening calls, no-shows and follow-ups land on the desk of someone with a facility to run.
What does this hire really come down to?
A referral can stall because records are missing, transportation falls through, or a patient cannot understand scheduling instructions. We help you hire a patient navigator who follows these problems through. Start by defining the patient population, the referral pathway, and the point where the navigator hands an issue to clinical staff.
The title alone does not tell you what someone has done. One navigator may track specialty referrals and retrieve outside records. Another may support patients through cancer appointments or connect families with community services. Ask which tasks they owned, which systems they used, and what remained with nurses, social workers, or schedulers.
If your position includes licensed clinical duties, specify the applicable license and scope before recruiting. We screen credentials, work history, and fit through questions about actual tasks and handoffs.
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
What do we check before you see anyone?
Referral tracking: Ask, “What did you do when a referral lacked records or an appointment remained unbooked?” A useful answer identifies the missing item, the responsible contact, the tracking method, and the next follow-up. Patient communication: Ask, “How would you explain an appointment sequence to someone who seems confused?”
- Look for plain language, a check of understanding, and a documented next step rather than repeated instructions.
- Access barriers: Ask, “What would you do if transportation or cost stopped a patient from attending?” Listen for approved resource options, consent where applicable, and escalation when available support cannot resolve the barrier.
- Clinical boundaries: Ask, “How would you respond if a patient asked whether to stop medication before an appointment?” The answer should route the question to appropriate clinical staff, not offer personal medical advice.
- Records and handoffs: Ask, “What do you document after an unsuccessful contact attempt?” Look for an accurate contact history, outstanding tasks, assigned ownership, and information the next staff member can act on.
- Competing follow-ups: Ask, “How do you organize overdue referrals alongside newly assigned patients?” Strong answers explain work queues, local escalation rules, and how unresolved cases remain visible instead of disappearing after repeated calls.
Where do we find them, and why would they move?
We can look at backgrounds in outpatient specialty clinics, hospital referral services, community health centers, and patient support programs. Scheduling and medical office experience may transfer well when the person has handled referral follow-through. A familiar title is less useful than evidence of work matching your pathway.
Candidates may consider a move for clearer task ownership, a different patient population, or more predictable hours. We ask what they want to change and compare that with your actual schedule. Experience with community resources matters only if the person can explain how referrals were tracked.
Which mistakes stall the search?
A common mistake is combining scheduling, insurance follow-up, and clinical education without naming boundaries. Write down who handles each task before comparing candidates. Another is treating a warm conversation as proof of follow-through. Ask how the candidate tracked unanswered calls and closed outstanding referral tasks.
Advertising flexible hours while expecting evening patient calls. State contact hours, onsite expectations, and any travel between locations before interviews.
How would we run the search for this opening?
Tell us where patients enter the service and what counts as a completed handoff. We screen for relevant referral, outreach, and documentation experience. Compare shortlisted candidates by asking each to review a hypothetical referral queue, identify missing records, and explain who should receive unresolved questions.
Define the pathway
Identify record access, phone duties, language needs, and escalation contacts. For a permanent hire, clarify whether the navigator owns each referral through completion or transfers it after booking. No upfront fee. You pay only if you hire.
Compare task evidence
You review candidates against your actual workflow. During interviews, use a hypothetical stalled referral to test ownership, communication, and the point at which another team member should take over.
Confirm the working arrangement
Before an offer, confirm the reporting line, schedule, role boundaries, and training plan. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement. Agree who will teach local referral rules and review early documentation.
Where this search connects
Medical Assistants, Nutrition & Patient Support
SpecialtyMedical Assistant (CMA, RMA, CCMA, Clinical MA)
Related roleOphthalmic Technician (Ophthalmic Assistant, COA, COT, COMT)
Related roleRegistered Dietitian (RD, RDN)
Related roleCertified Diabetes Care & Education Specialist (CDCES, Diabetes Educator)
Related roleNational median annual wage. SOC 21-1094, Community Health Workers.
BLS reports Community Health Workers as one occupation. It does not publish a separate estimate for Patient Navigator, its setting or its engagement terms.
Source: U.S. Bureau of Labor Statistics, OEWS, 2025-05, released 2026-05-15. View source. See the full guide.
Open roles
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How should we assess language skills?
Specify which conversations the navigator will conduct and how you assess language proficiency. Ask how they arrange interpreter support when needed. Conversational fluency should not be treated as evidence of qualification for medical interpreting. For a nonclinical position, assess follow-through rather than medical judgment.
Does our patient navigator need a clinical license?
That depends on the assigned duties, not the title. Define any clinical work first and identify the applicable license. Do not assume an unlicensed navigator can provide nursing assessment or clinical education.
Should we ask for experience with our specialty?
Specialty experience helps when referral sequences or support resources differ substantially. Still, test the actual work: obtaining records, explaining next steps, tracking appointments, and recognizing questions that need a clinician.
How can we assess outreach without rewarding persistence alone?
Ask candidates to describe an unresolved referral after several contact attempts. Look for documented attempts, appropriate communication channels, and a clear escalation route. Persistence without an endpoint can leave cases open indefinitely.
What should count as a completed referral?
Define completion within your service before hiring. Booking an appointment, confirming attendance, and returning information to the referring team are different endpoints. Candidates should know which endpoint they own and what remains with others.
What should you send us about this role?
Send us the role, where the person will work and what needs to change with this hire. We will ask about the work, not just the title. Share any license or schedule limits that could rule someone out before we begin the search.
Share your patient pathway, unresolved referral tasks, and role boundaries with Healthcare Headhunters. We can discuss the background most likely to match that work.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
Which other positions in this family should you consider?
Community Health Worker (CHW) · Medical Interpreter (Healthcare Interpreter)
What do you get at each step of the search?
Our process for every search: calibrate the seat with you, map the market, research the real people, reach out to each one personally, qualify them in live conversation, then hand you a short list with a written brief on each person and support through the offer.
Search Calibration
You get an agreed brief: the work, reporting line, credentials, schedule, and offer you can make.
Market Mapping
You get a search aimed at relevant backgrounds, including people working now who have not applied.
Professional Contact Intelligence
We check appropriate ways to reach the people identified for your search. You do not have to chase them yourself.
Persistent Personalized Outreach
We explain your actual job and follow up with people who may consider a conversation.
Live Candidate Qualification
You see people we have spoken with about the work, interest, and practical fit, not an unread resume pile.
Candidate Intelligence and Process Support
You get a written brief and support through interviews and offer discussions. You make the hiring decision.
How long will it take to see a short list?
That depends on the job, schedule, available people, and what your employer can offer. We discuss those constraints before outreach and update you as candidates respond. We do not promise a fixed shortlist date. We check the job brief before arranging interviews. Tell us which parts of the role you can change.
What if a candidate receives a counteroffer?
We ask why the person wants to move and discuss competing decisions before an offer. A counteroffer can still change their choice. Keep the duties and offer clear rather than assuming more money settles every concern. Tell us early if parts of your offer cannot change, so the candidate hears it from us first.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement. Ask us to walk through those terms before you sign, so you know how a replacement would work for your opening and who would start it.
What do we not do in a standard permanent search?
We do not bill standard contingency search by the hour or simply repost your job. Temporary coverage is a separate arrangement. Any retainer or different engagement must be agreed, not assumed. Tell us early if you need coverage while the permanent search runs.